The initial weeks of a new employees life in an organization creates their impression of the company and future identification. Sometimes known as organizational socialization, onboarding is a term used to describe the procedures utilized to integrate a new hire into their new organization and its culture. Support and coaching of new employees is one of the success factors for effective onboarding helping new hires to assimilate into their new role and workplace.
Successfully Implementing Onboarding Practices
To ensure onboarding success, it needs to be more in-depth than a simple orientation and introduction to the company’s HR practices. With new hires usually only getting approximately 90 days to prove and establish themselves with colleagues in their new position, it is so important that their transition is a smooth one. Some points to consider when onboarding new employees:
- Support them establish their visibility
Part of the program should focus on facilitating working relationships being built between new and existing employees. Key relationship building will be essential to their roles as they work to meet performance objectives in line with their new organization’s operations. An understanding of how their particular skills will be utilized in their new position, and where their responsibilities lie within their team and wider teams is crucial.
- Accelerate their learning
Provide opportunities for new hires to learn as much as possible about the organization and how their position impacts business success. Provide coaching as well as training throughout their onboarding to accelerate their learning and maintain engagement.
- Secure their early wins
With attainable short-term goals, new hires can make a quick impact and have the opportunity to establish themselves. Give new hires the freedom to use their initiative and contribute to the ideas pool, with management ensuring they are doing so with respect for current work practices. Strengths should be praised, as opposed to weaknesses being admonished.
- Manage their expectations
Provide context to their environment and have open honest conversations of possible barriers and problems they could encounter.
- Reinforce their branding
Show your support of your new hire to existing staff as well as acknowledging their own personal branding. Employees who are well respected as thought leaders, possibly active in humanitarian causes in the community or viewed as trustworthy experts in your industry creates a keenly positive perception which can then also reflect on your business.
- Encourage them to stay focused
A timeline that details goals will be helpful to monitor progress and allow the employee to stay focused. Detailed plans on how to meet the agreed targets and regular reviews will ensure the new hire is on track and allow for adjustments or issues to be dealt with quickly.
- Challenge them to achieve alignment
As well as providing feedback to new hires, allow your newest member of the team to meet with management to discuss their own progress and pitch new ideas. Additionally, provide coaching opportunities so your new hire can gain useful feedback from management and key team members to ensure they align with the business.
Research has shown that effective onboarding procedures result in a number of positive outcomes, including an improved commitment to a role with less intention to resign, greater morale and job satisfaction, and better performance. To learn more about how we can partner with you to help onboard new employees contact us at firstname.lastname@example.org